Publishing is one thing, but if they can offer above or below the posted range during negotiations then the law has no teeth. And how wide can the range be?
As I hiring manager that's dealt with this -- Colorado already has a similar law -- it's not as useful as people think it is. Hiring Managers create a job posting for a particular level. At that level, you show the pay band. It should be real data for employees at the level. This part is somewhat useful information. Albeit, stock grants != salary range. However, the big gap in utility with this law is that when you interview candidates, you might decide they aren't a match for the level you created the job posting under. So you can create a new job posting with a lower level or high level, and offer the candidate the alternative posting. The salary range for which the candidate applied is irrelevant under the other posting. I've hired many employees using the concept of a funnel req. A one or two reqs that describe the position, we assess level, then redirect to a more specific posting that might not be advertised or advertised as broadly.
But go ahead, link to a case where someone has been sucessfully sued for infringing on a software patent where the methods of implementation in question were independently developed. I'd love to see it.
See NTP vs RIM
System checkpoint complete.